Overview
Perdoo set out to expand beyond goal tracking into continuous performance management. I led design for a multi-surface initiative introducing Performance Reviews, 1:1s, Kudos, and Pulse Surveys - all anchored in OKRs and KPIs. The suite increased engagement between OKR cycles, improved retention, and enabled a new pricing tier for mid-market customers.
Role & process
I led design across a strategic initiative composed of four interconnected features. Instead of shipping isolated modules, we designed a shared model and language that tied everything back to OKRs and KPIs. We worked in short cycles: align on the bet, prototype quickly, validate with customers, then ship the smallest coherent version and iterate.
The problem
Perdoo customers tracked OKRs well, but performance conversations lived elsewhere. Reviews happened in docs or HR tools, 1:1s weren’t connected to goals, and feedback/surveys lacked context and follow-up. Engagement dropped between OKR cycles, and Perdoo felt periodic rather than continuous.
Problem statement
How might we keep teams engaged between OKR cycles by embedding goal-aware performance workflows - without turning Perdoo into heavy HR software?
System approach
We designed a modular “performance layer” on top of OKRs/KPIs with shared building blocks: goal context, prompts, notes, and lightweight reporting. This made the suite feel coherent, reduced cognitive load, and allowed incremental adoption (teams could start with 1:1s or Pulses and expand over time).
Solutions
Performance Reviews
Structured review cycles connected to objectives, key results, and historical progress - focused on outcomes, not bureaucracy.
1:1s
Goal-aware agendas that surface relevant OKRs, recent updates, and feedback - reducing prep time and keeping conversations action-oriented.
Kudos
Lightweight recognition tied to company values and goals to reinforce behaviors that drive outcomes.
Pulse Surveys
An individual-level morale pulse embedded into the existing check-in flow. Users could rate how they felt on a 1-5 scale and leave a short note - giving managers a lightweight, continuous glimpse of team sentiment without adding a separate workflow.
Outcomes
We measured adoption, usage frequency, and retention cohorts to validate that the suite increased stickiness beyond initial setup and supported expansion into a new pricing tier.
Key trade-offs
We intentionally avoided HR-heavy workflows (ratings, compensation). Instead, we kept the product lightweight and goal-first, prioritizing manager experience (prep time, review scanning) to drive recurring usage.
